complete work sheet

Introduction

Hiring new employees is the responsibility of the campus recruiter at ABC Incorporated. Before an employee can begin work, new hires are required to submit to a drug screening and attend training classes, so they can have the necessary preparation and physical qualifications before starting work. Carl Robins is in charge of personnel and recently hired fifteen employees to work for Monica Carrols, which was his first recruiting effort, despite the short time he spent with the company.

Background

ABC, Inc. has a standard policy in place for all newly hired employees. Drug testing is mandatory before anyone can begin work. Out of the fifteen newly hired employees, none has been screened, and only a few days remain before orientation. Screening of potential employees is a standard procedure for many companies that want a clean slate when a person begins their job. Depending on the state and local laws, companies screen through blood and urine samples, which reveal different types of information about potential applicants. Blood tests are not used as frequently as a urine test because the results don't measure a drug that remains in the body after it has worn off. A urine test, on the other hand, measures the remaining residue in the body after a drug has worn off and were the choice of most companies for results. A business might require a potential employee to submit to a drug screening for different reasons. One important reason is to protect the company, which includes co-workers and customers, and screening new hires can provide a safe environment for everyone involved. Drug use can lead to erratic behavior and people who use illegal drugs are more likely to injure someone else on the job. A company, that has a testing policy in place, can help protect itself from damage later on.

ABC, Inc. has newly hired employees attend an orientation meeting that will help them adjust to the company’s policies and goals. New hires are also required to attend training sessions that will gradually ready them for their first day on the job. Another employee reserved the training room that ABC, Inc. uses for the month of June. Carl expected the place for training, but his procrastination cost him the room. Companies will issue specific literature during orientation and training, with rules and regulations printed out, so employees have all of the pertinent information. This time in the beginning can help co-workers build camaraderie and establish bonds with one another. Ultimately, there is a trust established because of these relationships. If an employee knows what is expected of them ahead of time, then the need to train them more might diminish. A company with specific training policies in place can help assure mistakes will be avoided, and employees will be aware of specific expectations.

Key Problems

Carl Robins hired fifteen new employees in April, who were required to have a drug screening completed before the June orientation. Due to his procrastination and negligence, Carl is left with only days until the first meeting, and none of the prospective hires have been to the clinic to complete the required drug test. The company might become concerned if a current employee, who is in charge of recruiting, can't follow up with vital aspects of the hiring process. Carl hired the employees to start working with Monica Carrolls. She contacted Carl a month before the orientation to inform him that during orientation, the group needed certain materials to ensure a successful training process. Carl was confident that everything would be in order, and Monica felt at ease with his assurances. In early June, Carl pulled files on the prospects and found that some hadn't completed their applications, and some didn't have a transcript to review. He was to finalize and prepare all necessary materials for the orientation and realized much of it was incomplete and needed serious attention. He also neglected to reserve the training room for the month and found it was being used by another division for June.

As an agent of the company, Carl is responsible for maintaining the integrity of the company, especially considering he is in charge of hiring. Simply put, Carl put himself in a serious bind because of his lack of attention to detail. His responsibility extends not only to ABC, Inc. but also to Monica Carrolls, and to the newly hired employees. A company that is sizeable in nature, and has different divisions that interact with each other, will see employees make decisions that can directly affect their co-workers. Carl may have been naïve in his thought process. He neglected responsibilities that created a snowball effect and the problems created might have become too difficult for him to solve.

Alternatives

Conducting the orientation at a later time is a solution that might be an option. Eight to ten days remain before this meeting occurs, so time constraints might be a factor. The room that is traditionally used would be available early in July, and that would only be a two-week setback. This solution is a viable option in this situation. Carl could use the extra time to prepare the materials that are necessary, and the employees would be able to use the room designated for the orientation. A company of this size should have space to accommodate fifteen people. Two or more groups have probably booked the room at the same time, and training occurred in a different area. Fifteen people can be set up in a small space that is comfortable for an orientation.

Carl could take extra time to contact each new employee and inform them about the importance of taking the drug test. He might use that time to get the results back and have everything necessary for Monica when she conducts the first meeting. Although, this might prove to be another chance for Carl to put his responsibilities on the back burner and procrastinate further. The employees need to go and get this done quickly, so ABC, Inc. has the results in hand.

Proposed Solution

Carl needed to take immediate action to obtain the results of the drug tests and move forward with his original plan of orientation beginning the fifteenth of June. He discovered the unfortunate scenario early on in June, and even though a short amount of time remained until the meeting; Carl could make the necessary preparations. That day Carl should have spent every moment available, contacting the new hires until there was a voice to voice communication. His message should be about urgency and the imperative nature of receiving the screening results. Carl should convey that time is of the essence and that employment at ABC, Inc. is dependent upon obtaining this information quickly. Results from a drug screening are obtained in one to three days, which would be enough time to plan for the June fifteenth orientation. The fact that Carl allowed procrastination to get the better of him is the reason he needs to fix the problem fast. If the management finds him responsible for the orientation starting late and the new employees were not trained in time for their first day in July, his job could be at stake. In this scenario, Carl still has control and can make everything right himself. Most important is staying on top of the new employees and making sure they get the necessary test. Calling multiple times to confirm the test was taken by everyone might be required. Ultimately, if and when ABC, Inc. receives the results for the new employees, all other pitfalls could be addressed and rectified before the orientation.